In order to fully embrace agile and create an environment where individuals want to work together as a team, managers have to move from a role of dictation to one of direction and mentorship. Instead of making all the decisions, managers need to trust their team members and empower them to solve problems on their own, innovate, and fail—or succeed.
Jurgen Appelo’s useful and fun-to-read book Managing for Happiness: Games, Tools, and Practices to Motivate Any Team gives you concrete tools to identify ways to help your team be happier and to create environments where people can thrive and be more productive. Despite the word managing being in the title, the book is a beneficial read for anyone.
Change is a difficult but important part of business. It can be most difficult on the employees, but if you involve them in the planning process and make an effort to understand their points of view, you can mitigate resistance and facilitate the experience for everyone. This article deals specifically with ERP implementation, but its advice is useful for any change management situation.
More and more, testers are being added to programming teams. We testers think that's great, and we're happy to be here. But we also have some concerns based on our interactions with development teams in the past. To make the transition easier, here's a letter pointing out some things you should know when managing testers on your development team.
Of all issues that impact getting quality products out on time, the team should never focus on simply managing costs. To minimize the risk of perpetual product delivery delays, define what “done” really means.
We’ve all worked with a talented developer who can be a frustrating challenge to manage. First-time managers may unknowingly encourage bad behavior. There are several innovative ways to resolve the situation.
The majority of managers are promoted due to their software development expertise. But becoming a successful manager requires a drastic change of focus. There is a set of expectations to consider before making that leap to the “dark side.”
In this interview, Marcia Buzzella, a leadership consultant and strengths coach, explains how each member of a software development team can better communicate with one another, and why testers need to understand how what they’re saying is being perceived.
In this interview, Selena Delesie, an international leadership and transformation coach and trainer, explains how your team can find the soul of agile, why some agile teams lack creativity, and who on your team should become a leader.
In this interview, Bob Galen, an agile methodologist, practitioner, and coach, explains why in order to become agile, people need to overcome their resistance to change. Bob details why agile works, how people's jobs will be safe, and why "change from the bottom up" can only get you so far.
In this interview, Adam Auerbach, the vice president of quality and DevOps engineering at Lincoln Financial Group, explains how major corporations can learn to take advantage of agile and quickly adjust to the speed it demands, as well as the methods he uses to implement enterprise agile.
Diversity is becoming the norm in everyday life. However, introducing global delivery models without a proper understanding of intercultural differences can lead to difficulty, frustration, and reduced productivity. Priyanka Sharma and Thena Barry say that in our diverse world, we need...
At a time when organizations of all sizes both want and need innovation, exciting approaches including lean startup and agile development have risen to the forefront. Although there is no shortage of resources and expertise on these approaches, less guidance is available on the daunting...
Agile teams are solving real-world complex problems every day. These problems require creative problem solving by team members. In its truest sense, brainstorming is intended to be a practical approach to this task. Brainstorming entails “using the brain to storm a creative problem and...
Many of us are raised to recognize the value of experts. When we work in a technical arena, seeing our own value as experts is re-enforced. We often are rewarded or promoted based on our knowledge. Our tendency is to want to solve problems by giving our colleagues, teams, and mentees sound...